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Attendance system Chapter I General Provisions Article 1 This system is formulated in accordance with the provisions of the Labor Law of People's Republic of China (PRC) and the modern enterprise system in order to assess the attendance rate and working hour utilization rate of employees and complete the business plan. Chapter II Attendance Article 2 Attendance is the basis for assessing employees' attendance, working time utilization, labor discipline and salary payment, and it is also an important guarantee for enterprises to carry out normal work and ensure work order. Article 3 Enterprises shall work no more than 8 hours a day and 40 hours a week in accordance with the working hours system currently stipulated by the state. If the state adjusts working hours, it shall be implemented in accordance with state regulations. Article 4 attendance shall be made by punching in or signing in. At present, all departments adopt the sign-in system. The sign-in form shall be reviewed by the attendance clerk of each department, kept by each department, and checked by the Human Resources Department at any time. At the end of the month, all departments submit the attendance summary to the Human Resources Department. Article 5 Employees shall consciously abide by the attendance system and shall not be late, leave early or absent from work. (a) late, not according to the provisions of the enterprise start time to work. 1. If the employee is less than half an hour late, 20 yuan will be deducted at one time; 2. Those who are less than one hour late for half an hour will be deducted from their wages in 50 yuan at one time; 3. Those who are more than one hour late will be regarded as a day off. (2) Leave early. Leave the post without authorization before the end of the work stipulated by the enterprise. Leaving early once counts as a day off. (3) absenteeism. The act of being absent from work without taking leave or renewing leave. Every full day of absenteeism is regarded as absenteeism, which shall be implemented in accordance with the relevant provisions of the salary system and the employee reward and punishment system. Chapter III Leave Article 6 No matter what kind of leave employees plan to take, they must take leave in advance, go through the written leave formalities, and implement the relevant provisions of the leave system under the condition of leave approval. 1. sick leave. Employees who ask for sick leave need the diagnosis certificate from the municipal and district hospitals. The company may require employees to provide medical records when it deems it necessary. 2. Public holidays. Employees should provide valid certificates and be approved by the department manager. Article 7 If an employee has been sick for more than 15 days continuously and the medical treatment period for non-work-related injuries has expired, he/she must obtain the certificate from the original diagnosis hospital, and after a week's adaptation period, he/she can only take up his/her post with the consent of the company. Article 8 The Human Resources Department shall be responsible for the interpretation of this system. Article 9 This system shall come into force as of the date of promulgation, and the employee reward and punishment system of Beijing Dongfang Kangtai Real Estate Development and Management Co., Ltd. Chapter I General Provisions Article 1 is to improve the modern enterprise system, implement standardized management, promote healthy atmosphere, motivate employees to work hard, devote themselves to the development and improvement of the company, punish violations of discipline and discipline, solve various practical problems in a targeted manner, ensure the smooth operation of the enterprise and the effective implementation of various rules and regulations, and safeguard the honor and interests of the company. According to the relevant national policies, this system is formulated. Chapter II Rewards Article 2 The company rewards employees who have made one of the following contributions: 1. Have made remarkable achievements in completing tasks, improving management and improving economic benefits; 2. Actively put forward reasonable suggestions for the company and be adopted by the company; 3. Reporting after picking it up (worth more than 300 yuan) will increase the reputation of the company; 4. Those who are praised by society for their bravery; 5. Resist bad work style, safeguard the company's interests and normal work order, and make outstanding achievements; 6. Winning prizes in international and domestic competitions and academic journals has made our company more brilliant; 7. Those who have made remarkable achievements in the company's revenue generation, cost control and management; 8. Those who can prevent damage to the company before it happens; 9. In case of accidents or disasters, protect the property of the state and the company, eliminate major hidden dangers and prevent major accidents; 10, others who have made remarkable achievements. Article 3 The form of reward is 1, and the company will inform you of praise; 2, awarded the honorary title of advanced workers within the company; 3, submitted to the government and relevant departments awarded advanced workers, model workers or other honorary titles; 4. As an encouragement, the company will give honorary rewards and one-time bonuses to employees who meet the reward conditions. Article 4 Reward program 1. If the company reports praise, it shall be nominated by the department manager, and the materials shall be submitted to the Human Resources Department for review, and reported to the general manager's office for discussion and decision. 2. If the honorary title is awarded, it shall be discussed and nominated by the subordinate department, reviewed by the trade union and the human resources department, and reported to the company office for discussion and approval; 3. Winners need to fill in the Employee Reward Registration Form, which shall be signed by managers at all levels, filed by the Human Resources Department and recorded in their personal files. 4. Reward once a year. In case of special circumstances, report to the general manager at any time to give rewards. Chapter III Penalties Article 5 Types of Penalties The company will give necessary economic penalties and disciplinary sanctions to those who violate national laws and regulations or company rules and regulations and directly or indirectly harm the company's interests. The economic penalty is determined by the company according to its situation and the degree of losses caused to the company. Disciplinary actions include verbal warning, written warning, demerit recording, gross demerit recording and dismissal. Article 6 Execution of punishment. Limitation of executive power: the executive power of punishment belongs to department managers (including) and managers above the human resources department. The disciplinary class exercises the disciplinary power, and the department manager gives the department manager /HR manager a written warning, and the HR department/competent leader makes a big mistake. The HR department/competent leader/general manager resigns. 2. Procedure: (1) The executive shall explain the punishment to the parties and conduct rectification talks; And allow employees to express their opinions on disciplinary decisions. (2) Any penalty above verbal warning must be filled in with a notice of negligence, and the parties concerned must sign to confirm the fact of violation. If I refuse to sign the visa, if it is signed by a circumstantial witness, it will be considered valid. (3) The dismissal of employees who violate discipline must be signed and approved by the general manager. 3. Disposition procedure: If a class A fault occurs for the first time, a verbal warning will be given; The second time it happens, give a written warning. Employees who receive three written warnings will terminate their labor contracts; Employees who are given a second written warning or who commit Grade B fault will be recorded; Employees who have been recorded twice or who have committed Grade C mistakes will be given heavier demerit. The company will dismiss employees who have been recorded twice or have committed D-level negligence. 4. Specific implementation A: A written warning of one of the following acts is a class A fault. If it happens for the second time, it will be given a written warning and the monthly salary will be deducted 100 yuan. A. AWOL after work, string posts, get together to chat and talk about things unrelated to work; B. read books, newspapers and magazines unrelated to work during office hours; C. eat snacks during office hours; D. sleep during working hours; E play chess, poker or engage in other recreational activities during working hours. F. Loud noise in the office area will affect others' work; G. Long-term occupation of the company telephone or use of other communication tools to handle personal affairs for personal reasons; H. use the bus to do things unrelated to work during office hours; 1. Be rude to colleagues and use foul language; J. Leaving without going through relevant formalities or permission; K. Failure to observe the confidentiality system of the company; L. Poor sense of responsibility, resulting in economic losses below 1000 yuan; M. Unable to unite and cooperate with employees of relevant departments, and the circumstances are minor; Disobeying the leadership and management of the company, and the circumstances are minor; N. Poor leadership, lax management and lax subordinates affect the quality of work; B: I remember who made the following mistake in 200 yuan, which belongs to Class B fault, with gross demerit and wage deduction. A. forging false attendance records; B. During the working period, important materials are not kept properly, which causes adverse effects; C quarreling with colleagues and guests during work hours, which affects work; D. Careless working attitude will affect the quality of work, make other departments or partners complain or put forward written opinions, and damage the company's reputation; E. Poor sense of responsibility, resulting in economic losses 1 1,000-2,000 yuan; The terms listed in the warning are serious. C: 300 yuan's demerit of the following mistakes belongs to Class C fault, so he will be given a heavier punishment and his salary will be deducted. A. Failing to properly keep important data at work, resulting in serious consequences; B. Deceiving leaders by practicing fraud and issuing false sick leave certificates or other false certificates; C gossiping between colleagues, colleagues and leaders, provoking troubles or not reflecting opinions through normal channels, but venting dissatisfaction among employees, causing adverse effects; D. Poor sense of responsibility, resulting in economic losses ranging from 2000 yuan to 5000 yuan; E. Violation of regulations has caused great impact and loss, and the amount is below 5,000 yuan; F. The items listed in the demerit are serious. D: Dismissal of the following mistakes is a D-level fault and should be dismissed. A. absenteeism three times a month and five times a year; B. Threatening, beating or intimidating leaders and colleagues; C. Fighting with each other, making trouble for no reason, gathering people to make trouble, and affecting the work order; D. Ask customers and partners for remuneration and property privately; E. Serious disclosure of confidential company information; F. Bribery, bribery, corruption and theft of company property; 7, in violation of the relevant provisions of the major impact and economic losses, the amount of more than 5000 yuan; H intentionally damaging or instigating others to damage the company's equipment and property, resulting in adverse effects; 1. Working part-time outside without the written approval of the company; J illegal acts: (1) conniving, instigating or engaging in pornography, drug abuse, superstition, gambling and other activities and transactions; (b) Other persons who have been detained, arrested or sentenced according to law in violation of national laws. Article 7 The Company has the right to deal with the employee's violation of discipline beyond the terms listed in this system as appropriate. Chapter iv supplementary provisions article 8 the company has the right to modify this system according to the business development. Article 9 The Human Resources Department shall be responsible for the interpretation of this system. Article 10 This system shall come into force as of the date of adoption. Beijing Oriental Kangtai Real Estate Development and Management Co., Ltd. Employee Incentive System of Beijing Oriental Kangtai Real Estate Development and Management Co., Ltd. Chapter I General Provisions Article 1 This system is formulated to stimulate employees' enthusiasm for work, integrate employees into the company and team, improve employees' professional ethics, encourage employees to keep forging ahead and make better work performance, prevent and correct employees' violations, and ensure the smooth completion of business objectives. Chapter II Types of Awards Article 2 There are three types of company awards: 1, rationalization proposal award 2, special contribution award 3, merit award Chapter III Rationalization proposal award Article 3 Rationalization proposal scope: 1, improvement of management methods or management systems related to enterprise operation, finance, development, human resources and construction; 2. Ways to improve staff morale or work efficiency; 3. Reduce costs; 4. Improve the working environment and employee welfare; 5, within the scope of their work or not, there is a major breakthrough; 6. Any other practical suggestions conducive to the development of the company; 7. The following contents do not belong to the scope of the proposal: (1) put forward shortcomings and lack specific improvement contents and methods; (2) Proposals that have been adopted or already existed; (3) what should be done in the work; (4) Other suggestions that may be beneficial to the company but cannot be realized for the time being. Article 4. The suggestions put forward by employees in proposal processing should be put into the "general manager's mailbox" in writing or sent to the secretary's mailbox of the general manager's office through the network; The leading group of the company will accept and comment on the suggestions in time, and the company will give material rewards to the suggestions adopted; The general manager's office will publish and commend the adopted employee suggestions online, and the general manager's office is responsible for the registration and filing of employee suggestions. Article 5 Award standard 1, encouragement award: the effect is not obvious, but my proposal is kind and serious; Bonus: 100 yuan, three times/year. 2. Excellence Award: accurate thinking, predictable effect and need to be tested by practice; Bonus: 500 yuan-1000 yuan, 1 time/year. 3. Best Award: The effect is obvious, the concept is novel, it can be directly implemented, and good results will be achieved. Bonus: 1000 yuan-5,000 yuan, 1 time/year. Chapter IV Special Contribution Award Article 6 Those who meet any of the following circumstances and have outstanding performance shall be awarded according to the following categories: 1, who have made significant contributions to maintaining the company's reputation, image and interests; 2. Those who exceed the standard have achieved remarkable results; 3. Damage to the company's interests can be prevented before it happens; 4. Those who have made remarkable achievements in protecting the company's finances, controlling expenses and saving expenses; 5. Not ignorant of the money, taking the initiative to hand in the accepted customer gift money; 6, with excellent quality, can set an example for the company and help enterprises improve good cultural behavior. The department manager submits a written application for this award to the Human Resources Department, and the company's leading group reviews it once every six months. The results of the review will be notified to the application department by the human resources department and published to all employees online. Chapter V Reward for Excellent Performance Article 7 At the beginning of each year, the company will reward employees who have made outstanding contributions to the development of the enterprise in the previous year through the combination of employee voting and leadership proposal. Excellence awards are divided into the following categories: 1 and excellent management awards. ............